Professional Documents
Culture Documents
08 - Chapter 1 PDF
08 - Chapter 1 PDF
Chapter I
System in the organizations in relation to talent, work life balance and its
this chapter.
perform better than before. Over the years, creation and preservation of
demanding process that is equal parts of Arts and Science (Judy Klein
talented people who can articulate the passion and vision of their
departments.
peace under the assumption that once they have recruited the employee
in place, their job is done. The real challenge that is faced by these
industries is not hiring the right person for the right job, neither their
retaining the right individuals, for the right positions, at the right time.
Organizations are run by people, and the talent of these people will
difficult than ever to attract, develop, and retain the skilled workers they
with the aptitude and abilities to meet current and future organizational
engagement with business in order to hire, retain and develop the talent
that is needed to achieve the business goals. (HR Focus, 2008)7. Talent
organization culture.
(Christonel, 2002)8, ―New Value Systems will converge and reinforce each
supply of highly productive individuals in the right job at the right time‖.
seem to be the best fit in the organization. Organizations are taking steps
to manage talent most effectively and also to develop their own employer
value they create for their customers. Likewise, employees also identify
human talent they were neglecting it all these years without giving
comprehensive outlook.
The novel Economy is a different place from the aged one and
this changing world the present age bracket needs to be aware of its
future.
7
and appropriate plans and put in efforts to attract the best pool of
employees.
functioning. The following are the two models identified in the study
1. DNA model
needs, attracts the very best talent, speeds time to productivity, retains
needs.
8
knowledge infusion breaks down the talent DNA model into three parts.
Table 1.1
D N A
team orientation.
human capital, and then setting out a plan to meet it. In addition to
TABLE No 1.2
and appropriate plans and put in efforts to attract the best pool of
available candidates and the nurture and retain the current employees.
12
learning for a higher level, but also improves Creativity, Analysis and
Judgments.
and Trusting.
Thus:
Talent
+
Organizational Vision/Mission/Strategy
+
Skills & Competencies
+
Position & Configuration
+
Prospect
+
Support & Acknowledgment
+
Training & Development
+
Instruction
+
Action Plan & Goals
+
Resources
Talent Performance
14
culture building, which provides the other elements, listed above for
competition for its success, and hence the War for Talent. Creating
with others, which makes them boring and monotony in their work. If
the organizations relax them for some time and have exposure to
innovative things, they will give rise to the increased output, as well as
retention.
15
job hopping.
concept, now they have realized that ―their workforce is their greatest
the right people with the right skills and identifying the competencies of
offer invaluable insight into employee attitudes and opinions that can
development.
engaged over a period of years to make sure that the involved processes
services.
the total IT exports. India‘s strengths have been its large growth
Table 1.3
Hardware Sector
2006. Further, they hired 2.2 million in 2008. In India, manpower has
19
been the most crucial resource in the IT-ITES industry. Professionals are
are as follows:
strategic needs;
foundation for winning talent strategy. For putting the right people in
the right positions at the right time, they invariably clarify the processes
corporate leaders.
There are varied reasons for the attrition rate. Some of them are
as follows:
a) No Career development
b) Night Shifts
d) Other reasons.
attrition rates, which are pretty steep and are around 40-50 percent.
centers. About 80 percent of them look for better careers within the
21
same industry. Agents want to become team leaders. Team leaders want
satisfied employee knows clearly what is expected from him/ her every
day at work. Changing expectations keep people on the edge and creates
unhealthy stress. This creates insecurity and makes the employee feel
System.
way things get done around here. Schein (1990)15 describes it as a set of
beliefs of an organization.
Management System
parameters for each role. This system integrates with the reward systems
appear that the ‗right‘ balance for one person may differ from the next.
between their work and personal commitments. Our work and personal
lives change across the life span with associated responsibilities, and
thus the need for work-life balance policies, change all the time.
important HR functions. But, the major duty of and challenge for any
for special skills and strategies. Hence, retaining employees is the key
retain skilled employees once they have been hired and trained. In
and inability to adapt to the organization, high turnover has also been
annual salary.
models and its role in the organization with respect to Indian IT and
BPO sectors.
26
The third chapter describes the Research methodology adopted for the
study.